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Head of Card Portfolio Management
2 months ago
Position Overview
The Head of Card Portfolio Management is accountable for overseeing, expanding, and refining Citadel's debit and credit card offerings.
This position plays a vital role in steering the strategic vision and financial performance of our card services, ensuring that our programs remain competitive, lucrative, and aligned with member needs and regulatory standards.
Key Responsibilities
- Spearhead the innovation and improvement of credit and debit card products, features, and advantages to satisfy market needs and boost member contentment.
- Optimize cardholder acquisition, retention, activation, and usage rates by analyzing portfolio performance indicators and implementing necessary adjustments.
- Formulate and oversee the annual budget and projections, encompassing revenue, fee income, and expense management.
- Conduct thorough analysis and research on market dynamics, member behaviors, and competitive landscapes to inform strategic decisions.
- Collaborate closely with Risk and Compliance teams to guarantee compliance with regulatory requirements.
- Partner with Marketing teams to devise impactful marketing strategies and campaigns aimed at promoting our card products, attracting and retaining members, and enhancing card usage.
- Work in conjunction with Sales Channels (branch, online) to ensure effective distribution and promotion of card offerings.
- Prepare and deliver regular reports and presentations to management, highlighting portfolio performance, key initiatives, and strategic recommendations.
- Cultivate and maintain relationships with key stakeholders, including internal departments, external partners, and vendors.
Qualifications and Educational Background
- Bachelor's degree in business, finance, marketing, or a related discipline.
- At least 7 years of experience in card portfolio management within the banking or financial services sector.
- Profound understanding of card products and payment systems, industry trends, regulatory requirements, and competitive landscape.
- Exceptional communication and interpersonal skills, with the ability to influence and collaborate with internal stakeholders.
- Strong analytical and problem-solving capabilities.
- Ability to manage multiple priorities and thrive under pressure.
Performance Metrics
Performance will be evaluated based on the Citadel corporate scorecard, as well as departmental and individual objectives.
Work Environment
This role will be situated in an office setting, with the majority of tasks performed on a computer. Some events may occur outdoors. Reasonable accommodations will be provided.
Physical Requirements
The physical demands and work environment characteristics described herein are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. The employee will regularly lift and/or move up to ten pounds. The employee will regularly sit, talk, hear, use hands to finger, handle, or feel, and reach with hands and arms. The employee will occasionally stand. Special vision requirements include close vision and the ability to adjust focus. The noise level in the work environment is usually moderate. Travel to local and, on occasion, out-of-town meetings and events is required.
Equal Employment Opportunity Statement
Citadel is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to status as a protected veteran or a qualified individual with a disability, or other protected status, such as race, religion, color, national origin, sex, or age. We maintain a drug-free workplace and may perform pre-employment substance abuse testing.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.
However, employees who have access to the compensation information of other employees or applicants as part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.
